{"id":25996,"date":"2021-01-14T06:24:55","date_gmt":"2021-01-14T12:24:55","guid":{"rendered":"http:\/\/corevalues.com\/?p=25996"},"modified":"2021-01-14T06:24:55","modified_gmt":"2021-01-14T12:24:55","slug":"how-to-resolve-conflict-part-3","status":"publish","type":"post","link":"https:\/\/corevalues.com\/dev\/2021\/01\/14\/how-to-resolve-conflict-part-3\/","title":{"rendered":"How to Resolve Conflict Part 3"},"content":{"rendered":"<p><a href=\"https:\/\/corevalues.com\/?attachment_id=25998\" rel=\"attachment wp-att-25998\"><img loading=\"lazy\" decoding=\"async\" loading=\"lazy\" class=\" wp-image-25998 alignleft\" src=\"https:\/\/corevalues.com\/wp-content\/uploads\/2020\/12\/Canva-Image-for-Blog-3-212x300.png\" alt=\"\" width=\"297\" height=\"420\" \/><\/a>The first two parts of this three-part series gave you the basics of how to resolve conflict. So the question now is whether Kirk and Andy will figure out how to resolve conflict in a way that is empowering for both of them? Obviously that takes the desire to collaborate and to drill down to a fully collaborative solution both parties can live with &#8211; perhaps even champion.<\/p>\n<p><a href=\"https:\/\/corevalues.com\/conflict-resolution\/how-to-resolve-conflict\/\" target=\"_blank\" rel=\"noopener noreferrer\">Knowing the ABCs of settling conflicts<\/a> effectively, as well as<a href=\"https:\/\/corevalues.com\/conflict-resolution\/how-to-resolve-conflict-part-2\/\" target=\"_blank\" rel=\"noopener noreferrer\"> walking through the 4-step process of conflict resolution<\/a>, steadies your step as you discuss and collaborate with the opposing party.<\/p>\n<h4>How to resolve conflict with a few key phrases.<\/h4>\n<p>Here are a few phrases \/ opening phrases that may come in handy to set the stage for resolving conflict collaboratively.<\/p>\n<h5>What to tell your boss you have several (or simply too many!) high priorities<\/h5>\n<p>I know we\u2019re under a lot of pressure at this time. AND \u2026 (select a response that comes close to your issue with confusing high priorities)<\/p>\n<ul>\n<li>I\u2019m not too sure what our top priorities are<\/li>\n<li>I would like to clarify which ones are the most urgent<\/li>\n<li>Everything seems to be urgent\/top priority<\/li>\n<li>I have several sales proposals to submit tomorrow. May I take on this task the day after tomorrow?<\/li>\n<li>May I request your recommendation for sorting our priorities out?<\/li>\n<li>Is there anyone who could help me with these tasks?<\/li>\n<\/ul>\n<p>Thank you for taking the time to see me on this! To summarize \u2026 do you agree with this? May I send you a letter\/note\/email on this? This ensures that your understandings go forward and there is a track record of the conversation.<\/p>\n<h5>What to tell a micromanaging boss<\/h5>\n<p>Keep in mind that micromanagers do what they do because they want to feel in control because their ultimate fear is failure and how it reflects on them. They may think you aren\u2019t equipped to do the job on your own. Instead of selecting just one response below, consider this sequence for establishing boundaries with someone who out ranks you in the scheme of things.<\/p>\n<ol>\n<li>I want to do the best job possible.<\/li>\n<li>The topic I\u2019d like to discuss is certainly not an easy one. \/ This conversation is truly difficult for me.<\/li>\n<li>I value your guidance<\/li>\n<li>There is this one thing, which poses some challenges for me.<\/li>\n<li>\u00a0I have a daily production report on every completed task. And I receive several emails a day from you asking me about details. I do understand that this is to ensure I\u2019m productive and I get things right. But this makes it a challenge to stay focused.<\/li>\n<li>It feels like my priority is justifying what I have done for the day rather than doing something productive.<\/li>\n<li>I just want to confirm that I got my tasks straight.<\/li>\n<li>Could we meet weekly instead?<\/li>\n<\/ol>\n<h5>What to say to a manager or colleague who doesn\u2019t listen to your ideas<\/h5>\n<p>Again, the responses below are more sequential than one statement to pull from as in your first example.<\/p>\n<ol>\n<li>We\u2019ve successfully launched the marketing campaign for this pandemic. This is why I\u2019m uneasy sharing this concern with you.<\/li>\n<li>I\u2019m not quite sure if you heard me correctly during discussions on ___________________. What I meant was ____________________________. But you _____________________________.<\/li>\n<li>This isn\u2019t the first time my ideas were misunderstood. Another instance was ______________________________________.<\/li>\n<li>I am wondering if there is a more effective way I could express my ideas more clearly?<\/li>\n<li>Would it be helpful if I followed up my suggestions with an email or ask you for comments right after I make this suggestion? Or ask for a separate meeting when we come up with new ideas?<\/li>\n<li>Thank you for your help. Going forward I will _____________________________.<\/li>\n<\/ol>\n<h5>What to say to an impolite colleague<\/h5>\n<p>It\u2019s the little\/trivial things that get to us. When they build up, they cause friction and tension at work. Be mindful about HOW the issue is brought up. The objective is not to make the other party feel attacked. Again, this is a sequence.<\/p>\n<ol>\n<li>This may not be something too many people have talked to you about.\u00a0 AND since I appreciate the relationship we have, I couldn\u2019t let this pass. Sometimes,\u00a0 you can come across as impolite.\u00a0 And I know you don\u2019t mean to.<\/li>\n<li>Here are some specifics,\u00a0 last week at __________________________________,<br \/>\n(State the specific. For example:\u00a0 \u00a0You didn\u2019t greet the customer when they walked in. Or You laughed just when _______________ mentioned the new project.)<\/li>\n<li>People respect you and they may think that you are always under pressure at work.\u00a0 AND they may also feel that you aren\u2019t interested in building good relationships at work.<\/li>\n<\/ol>\n<h5>What to say when adverse comments are directed at you<\/h5>\n<p>Derogatory comments have no place at work.\u00a0 But then things may be taken out of context when it&#8217;s said in jest.\u00a0 Whatever the situation, if the comments make you or anyone feel awkward, it should be addressed head-on and as early as possible.<br \/>\nI like to joke around and I know you do too AND _____________________________<\/p>\n<ul>\n<li>You poke fun at me,\u00a0 AND I just want to check if there is something behind the joke.<\/li>\n<li>We\u2019ve been working together for X weeks\/months\/years.\u00a0 And you are a key member of the team.\u00a0 Since I want you to be satisfied with me and my work, I just want to check-in if you\u2019re OK with what I\u2019m doing.<\/li>\n<\/ul>\n<h5>What to say to a colleague you don\u2019t trust<\/h5>\n<p>These are a few examples to select from when you are working with a person on a critical project for the first time.<\/p>\n<ul>\n<li>We haven\u2019t worked together before.\u00a0 Since this is the quarter\u2019s first project,\u00a0 can we clarify our objectives, benchmarks, criteria, and communication plans?<\/li>\n<li>How have you worked on similar projects?\u00a0 What have you learned that we can apply to this one?<\/li>\n<li>I know we are both quite busy,\u00a0 but can we align ourselves closely?\u00a0 May I suggest that we agree on a detailed plan regarding deliverables, timelines, and criteria?<\/li>\n<li>We worked on the _____________________ project together.\u00a0 Unfortunately, it didn\u2019t pan out as we expected.\u00a0 What can we do to prevent this? Please don\u2019t take it personally, but since I don\u2019t know you well enough, I\u2019d like to align our objectives before we start working on this together.<\/li>\n<\/ul>\n<p><a href=\"https:\/\/learn.corevalues.com\/courses\/genuineness\" target=\"_blank\" rel=\"attachment noopener wp-att-26000 noreferrer\"><img loading=\"lazy\" decoding=\"async\" loading=\"lazy\" class=\"size-medium wp-image-26000 alignleft\" src=\"https:\/\/corevalues.com\/wp-content\/uploads\/2020\/12\/GENUINE-COMMUNICATOR-300x225.jpg\" alt=\"\" width=\"300\" height=\"225\" \/><\/a>While many other situations exist, the rule of thumb when broaching conflict resolution is to remain calm, respectful, and empathetic at all times. How you say what you need to say matters just as much as what you say. So does checking for understanding with statements such as, &#8220;Does this make sense?&#8221;<\/p>\n<p>If conflict resolution is something you\u2019d like to dig deeper into at work,\u00a0 take a closer look at company culture and team synergy.\u00a0 Also, take a look at how you establish boundaries and work to correct relationships that are going off track <a href=\"https:\/\/learn.corevalues.com\/courses\/genuineness\" target=\"_blank\" rel=\"noopener noreferrer\">HERE<\/a>.<\/p>\n<p>Another resource for understanding more about how team culture translates to exceptional working relationships, less conflict, and measurable productivity <a href=\"https:\/\/corevalues.com\/leadership-tools\/\" target=\"_blank\" rel=\"noopener noreferrer\">HERE<\/a>.<\/p>\n<p>Copyright TIGERS Success Series, inc. by Dianne Crampton<\/p>\n<h4>About TIGERS Success Series, Inc.<\/h4>\n<p>TIGERS provides a comprehensive, multi-pronged and robust system for improving your workforce behavior, work culture, profitability and project management and team leadership success. We offer licensing and certification in the use of TIGERS resources to build high performance collaborative teams and leaders.<\/p>\n<p><a href=\"https:\/\/my-schedule.timetrade.com\/app\/td-148770\/workflows\/n8psq\/schedule\/welcome?wfsid=16a5bdb5-baba97f6-16a5be04-baba97f6-00000002-kktoghi88im9i6mtd8k6go90sumc54sl&amp;view=full&amp;fs=1\" rel=\"attachment wp-att-23242\"><img loading=\"lazy\" decoding=\"async\" loading=\"lazy\" class=\"alignleft wp-image-23242 size-medium\" src=\"https:\/\/zj3fwy98pqns.cdn.shift8web.ca\/wp-content\/uploads\/2019\/08\/Schedule-a-consultation-to-learn-more-300x225.png\" sizes=\"auto, (max-width: 300px) 100vw, 300px\" srcset=\"https:\/\/zj3fwy98pqns.cdn.shift8web.ca\/wp-content\/uploads\/2019\/08\/Schedule-a-consultation-to-learn-more-300x225.png 300w, https:\/\/zj3fwy98pqns.cdn.shift8web.ca\/wp-content\/uploads\/2019\/08\/Schedule-a-consultation-to-learn-more-768x576.png 768w, https:\/\/zj3fwy98pqns.cdn.shift8web.ca\/wp-content\/uploads\/2019\/08\/Schedule-a-consultation-to-learn-more-510x383.png 510w, https:\/\/zj3fwy98pqns.cdn.shift8web.ca\/wp-content\/uploads\/2019\/08\/Schedule-a-consultation-to-learn-more-400x300.png 400w, https:\/\/zj3fwy98pqns.cdn.shift8web.ca\/wp-content\/uploads\/2019\/08\/Schedule-a-consultation-to-learn-more.png 960w\" alt=\"\" width=\"300\" height=\"225\" \/><\/a>We specialize in building cooperation among employees and collaboration between departments for profitable agile, high performance team outcomes.\u00a0 Scaled to\u00a0 grow as your organization and leadership performance improves, our proprietary\u00a0<strong><a href=\"http:\/\/www.tigerssuccessseries.com\/\" target=\"_blank\" rel=\"noopener noreferrer\">TIGERS Workforce<\/a><a href=\"http:\/\/www.tigerssuccessseries.com\/\" target=\"_blank\" rel=\"noopener noreferrer\">\u00a0Behavior Profile<\/a>,<a href=\"https:\/\/corevalues.com\/tigers-micro-training-solutions\/\" target=\"_blank\" rel=\"noopener noreferrer\">\u00a0Micro-Training technology and group facilitation\u00a0<\/a><a href=\"https:\/\/corevalues.com\/tigers-micro-training-solutions\/\" target=\"_blank\" rel=\"noopener noreferrer\">methods result in your\u00a0<\/a><\/strong>high performance team outcomes and change management success. We also license and certify elite internal and external consultants and project managers to use our resources for similar outcomes. <a href=\"https:\/\/my-schedule.timetrade.com\/app\/td-148770\/workflows\/n8psq\/schedule\/welcome?wfsid=16a5bdb5-baba97f6-16a5be04-baba97f6-00000002-kktoghi88im9i6mtd8k6go90sumc54sl&amp;view=full&amp;fs=1\" target=\"_blank\" rel=\"noopener noreferrer\">Schedule a consultation to learn more<\/a>.<\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The first two parts of this three-part series gave you the basics of how to resolve conflict. So the question now is whether Kirk and Andy will figure out how to resolve conflict in a way that is empowering for both of them? Obviously that takes the desire to collaborate and to drill down to [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"nf_dc_page":"","footnotes":""},"categories":[720],"tags":[32,721,10,400,25],"class_list":["post-25996","post","type-post","status-publish","format-standard","hentry","category-conflict-resolution","tag-communication","tag-conflict-resolution","tag-empathy","tag-leadership-training","tag-team"],"_links":{"self":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/posts\/25996","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/comments?post=25996"}],"version-history":[{"count":0,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/posts\/25996\/revisions"}],"wp:attachment":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/media?parent=25996"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/categories?post=25996"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/tags?post=25996"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}